Performance appraisals start with determining a cadence suitable for your business in which these will be conducted. We recommend these to be completed every 6 to 12 months and should be a more formal catch up to assess an employee's key behaviours, values and role responsibilities.
This article covers:
- What data makes up Performance Appraisals in intelliHR?
- 6 steps to building your Performance Process
- Best Practice Performance Management
What data makes up Performance Appraisals in intelliHR?
- Diary Notes
- Continuous Feedback (Check-Ins, Performance Review Summaries)
- Performance Improvement Plans
- Role Evaluations
6 steps to building your Performance Process
1. Creating Performance Forms
The first step of building your performance process is to create or edit the performance forms in intelliHR. As part of your system, you will have a range of pre-built performance forms including a self-assessment, leader's performance assessment, peer assessment and more. The default performance forms are measuring performance based on 5 dimensions (Productivity, Compliance, Teamwork, Quality and Values), but you do have the ability to configure your own performance metrics.
Utilising the forms in intelliHR can save you time and speed up your initial performance process rollout, and you always have the ability to make changes down the track. We'd recommend that you review the default forms and add/remove fields based on what information you would like to capture.
2. Creating Check-in Forms for Continuous Feedback
Similar to the performance forms, your intelliHR system has an employee and leader's check-in form that can be utilised in the Performance Report Card to track happiness and feedback. You have the ability to use the check-in forms in the system as they are, or add/remove fields based on the information you would like to capture from your staff.
Sending a more frequent check-in form to your employees and leaders allows you to capture real-time feedback throughout the year and keep on top of any issues as they arise.
3. Creating Recurring Pulses
Once you have finalised your performance and check-in forms, Pulses are an excellent way to begin to automate this process. By setting up your check-ins and performance forms as recurring pulses, you can rest assured knowing that your employees will be sent the right forms at the right time, allowing your leaders to spend more time focusing on employee development and support.
Typically, organisations would send out a check-in form to their employees once a month to capture their happiness in their role, feedback on how they are progressing with their goals and if they need any support. The performance forms, depending on how frequently you choose to do performance reviews at your organisation, would normally be scheduled for every 6-12 months.
For more detailed instructions about how to create a recurring pulse, review this support article.
4. Building your Performance Report Card
Performance Reports summarise a wide range of information related to an individual employee’s role. Creating your performance report templates allows you to customise based on role-specific criteria. Some of these sections are customisable to display the information you choose, others are already set up to present key performance details.
You have the option to have one template for all employees or create multiple templates to then apply to the various roles when performance is measured differently. Our performance report card templates give you the option to specify what free-text response questions or ratings from each form should be pulled through as part of the overall reporting.
Learn more about creating and customising your performance report card templates.
5. Customising your Performance Metrics
Once the foundational content of your performance process is completed. Using the rating scales that have been determined for your business, we can create groups to determine your Performance Metric Criteria. Our metrics use quantitative data collected from the individual employees, their supervisors and peers to graphically display performance details.
This article will explain what Performance Metrics are and how they form employee Performance Reports and Business Performance analytics data.
6. Analyse your Business Performance
The Business Performance analytics page is designed to help you identify organisational performance trends over time, highlight areas of your performance process that require improvement and identify both high potential employees and those that need help.
Best Practice Performance Management
Continuous performance management is characterized by frequent, ongoing touchpoints with team members, to check in on goals, projects, workload, challenges, and professional development, as well as general satisfaction and wellbeing. It’s also an opportunity for the employee to give valuable, continuous feedback.
In today’s workplace, annual reviews simply aren’t enough to keep up with the rapidly changing and uncertain environment, both internally and externally, and, they don’t have that much of an impact on performance.
Having quarterly performance reviews in your organisation allows your leaders to analyse performance more frequently, address performance issues as they arise and work with your employees to address and reinforce good behaviours and practices.